【作者】 江珏玙；

【导师】 宋培林；

【作者基本信息】 厦门大学 ， 企业管理， 2009， 硕士

【摘要】 竞争,是这个时代的主题。在竞争中占据优势地位,是企业孜孜以求的目标。人力资源与人才,已经日益成为企业竞争中的致胜武器,成为现代竞争中的关键因素。然而现阶段离职率居高不下、员工工作懈怠等情况在企业中却普遍存在。那么如何才能够充分发挥人才的作用,使他们以最好的状态为企业创造优势呢?企业与员工之间要建立良好的关系,信任是关键。越来越多的国内企业纷纷寻求措施来提高员工和企业之间的相互信任关系,但收效不甚理想。针对这一现实问题和理论困惑,本文在梳理归纳前人研究成果的基础上,提出相关假设并构建研究模型,通过问卷调查和统计分析法对模型和假设进行验证,以期为企业管理者提供理论指导,提高员工和企业之间的纵向信任水平和员工的敬业度。本文共分为六章。第一章为导论,对选题背景进行了分析,并提出研究问题,说明了本文的理论及现实意义,得出本文的研究思路与论文框架。第二章文献述评部分,主要对组织信任、员工——企业之间纵向信任、员工敬业度的相关研究进行了述评,并在述评过程中提出相关假设。第三章为研究的理论构思与总体设计部分,主要进行变量的界定和研究假设的归纳,并构建本文的理论模型。第四章进行问卷设计和实证分析,根据调研数据,分析验证本文提出的相关假设。第五章为结论讨论与建议,对本文的研究结果进行讨论,与前人的研究结论进行对比,并对管理实践提出建议。第六章为研究总结与展望,总结了本文的创新点和不足之处,提出研究展望。通过实证研究,本文得出的结论是:组织因素中各因子对员工——企业之间纵向信任有正向影响作用;管理风格因素中的管理专制程度因子与员工——企业之间纵向信任具有中度的负向影响;员工个体因素中的员工的积极个性对员工——企业之间纵向信任没有显著影响,而员工的工作态度则是重要的影响因素。更多还原

【Abstract】 Competition is the theme of the times. To occupy the dominant position in competition is the goal enterprises pursued. The talents, has increasingly become winning weapon and key factor in modern enterprise competition. But high turnover rate, slack, and so on are prevalent at this stage, so how can we retain the talents and bring them into full play?To establish a good relationship between employee & enterprise, trust is a key factor. More and More domestic enterprises have to seek measures to improve the trust between employee & enterprise, but the results are unsatisfactory. Faced with this reality, this paper in order to provide practical guidance to corporate managers, and improve longitudinal trust between employee & enterprise. It based on reviews of previous literature, proposed related assumptions and building a research model, then test the hypotheses through questionnaires and statistical analysis.This paper consists of six chapters. Chapter 1 is the introduction. It mainly analyzes the background of the topic and briefly illustrates the theoretical, practical meaning and the framework of this research. Chapter 2 reviews the related literature. Two sections involve: the first is the literature of the organizational trust, longitudinal trust between employee & enterprise, and influencing factors of them. The second part is the related theories and empirical studies of employee engagement. The related hypotheses are approached at the same time. Chapter 3 is variables define and model setup. Variables are defined and hypotheses are summarized based on the reviews of chapter 2, then research model is setup. Chapter 4 is the empirical research on the influencing factors of longitudinal trust between employee & enterprise. According to the survey data of questionnaires, this paper analyzes and tests the research model and related hypotheses. Chapter 5 summarizes the results and comparing them with previous research, then recommend to the management practice. Chapter 6 concludes the main innovation of this paper, points out the limitations and further research direction.Through empirical research, this paper came to the following conclusions: Organizational factor have a positive impact on the longitudinal trust between employee & enterprise; The degree of authoritarian management in management style factor have a negative impact on the longitudinal trust between employee & enterprise; As to the individual factor, the factor of employee’s positive personality have no significantly impact, but the factor of employee’s work attitude have important impact on the longitudinal trust between employee & enterprise.更多还原